CHECKOUT MAGA ZINE SPRING 2020 - VOL XIX NO 1
Our Members at Work: GOLDEN BOY FOODS page 16
COVID-19 Pandemic: MESSAGES FROM PRESIDENT HAGGERTY & SECRETARY-TREASURER TOSATO pages 3 & 4
What’s Inside UFCW LOCAL 175
UFCW LOCAL 633
President Shawn Haggerty
President Marylou Mallett
Secretary-Treasurer Kelly Tosato
Secretary-Treasurer Brian Kozlowski
Recorder Karen Vaughan
Recorder Julie Hinsperger
Executive Assistants Rob Armbruster Sylvia Groom Jim McLean HEALTH & SAFETY, WORKERS' COMPENSATION, and PAY EQUITY: Director: Sharon Kempf; Pay Equity Representative: Orsola Augurusa, Matt Davenport; Health & Safety Representatives: Ron McGuire, Mary Shaw; Workers' Compensation Intake Representative: Georgina MacDonald; Workers’ Compensation Representatives: Joanne Ford, Phil Hames, Sarah Neath
145 Union News
77 Welcome New Executive Board
16 10 Our Members at Work
20 Workers Comp
24 22 Training & Education
25 18 Members' Assistance Program
Retirements & New Staff
208 Negotiations
Meta Centre, Parkway Parking, Caressant Care, and more!
LEGAL: Director: Jane Mulkewich; Counsel: Shauna Fabrizi, Mary Hurley, Matthew Jagodits, Silvia Neagu ORGANIZING: Director: Rick Wauhkonen; Organizing Representatives: Linval Dixon, Tim Hum, Jeffery Lu, Lionel MacEachern, Amy Tran; Organizing Apprentice: Ricardo Bocanegra TRAINING & EDUCATION: Coordinator: Kelly Nicholas; T&E Representative: Russel Evans; Engagement & Media Relations Strategist: Tim Deelstra COMMUNICATIONS: Communications Representative: Laurie Duncan; Senior Communications Representative: Jennifer Tunney REGION 1: Director: Kelly Tosato; Union Representatives: Alexander Stubbs, Tracy Stubbs REGION 2: Director: Angela Mattioli; Union Representatives: Farman Ali, Rick Daudlin, John DiFalco, Casey Magee, Christina Mayberry, Tony Nigro, Meemee Seto
Golden Boy Foods
Return to Work: Part Three
22 Member Achievement Awards
REGION 3: Director: Daniel Mercier; Union Representatives: Shannon Epp, Paul Hardwick, Kimberly Hunter, Dean McLaren, Jacques Niquet, Joe Tenn; Servicing Representative: Sandra Proulx REGION 4: Director: John DiNardo; Servicing Representatives: Colleen Cox, Virginia Haggith, Jennifer Hanley, Tim Kelly, Sabrina Qadir, Arlene Robertson, Chris Watson REGION 5: Director: Jehan Ahamed; Union Representatives: Joce Cote, Ashleigh Garner, Mario Tardelli; Servicing Representatives: Rolando Cabral REGION 6: Director: Rob Nicholas; Union Representatives: Sam Caetano, Matt Davenport, Dave Forbes, Jason Hanley, Lee Johnson-Koehn, Mike Mattioli, Brad Morrison, Melody Slattery, Fred Teeple REGION 7: Director: Chris Fuller; Union Representatives: Diane Sanvido, Steve Springall; Servicing Representatives: Dan Bondy, Todd Janes REGION 8: Director: Sandra Rogerson; Union Representatives: Jeff Barry, John Beaton, Jim Hames, Derek Jokhu PROVINCIAL HEAD OFFICE 2200 ARGENTIA ROAD MISSISSAUGA, ON L5N 2K7 TEL: 905-821-8329 TOLL FREE: 1-800-565-8329 FAX: 905-821-7144
CAMBRIDGE OFFICE 6628 ELLIS ROAD, CAMBRIDGE, ON N3C 2V4 TEL: 519-658-0252 TOLL FREE: 1-800-267-1977 FAX: 519-658-0255
Solidarity Scholarship applications open April 1 HAMILTON OFFICE 412 RENNIE STREET HAMILTON, ON L8H 3P5 TEL: 905-545-8354 TOLL FREE: 1-800-567-2125 FAX: 905-545-8355
LEAMINGTON OFFICE 261 ERIE STREET SOUTH LEAMINGTON, ON N8H 3C4 TEL: 519-326-6751 TOLL FREE: 1-888-558-5114 FAX: 519-326-0597
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Details and contact information for support OTTAWA OFFICE 102-177 COLONNADE ROAD OTTAWA, ON K2E 7J4 TEL: 613-725-2154 TOLL FREE: 1-800-267-5295 FAX: 613-725-2328
ISSN No. 1703-3926 CHECKOUT is an official publication of Locals 175 & 633 of the United Food & Commercial Workers (UFCW)
SUDBURY OFFICE 230 REGENT ROAD SUDBURY, ON P3C 4C5 TEL: 705-674-0769 TOLL FREE: 1-800-465-1722 FAX: 705-674-6815
THUNDER BAY OFFICE UNIT 206A 1000 FORT WILLIAM RD THUNDER BAY, ON P7B 6B9 TEL: 807-346-4227 TOLL FREE: 1-800-465-6932 FAX: 807-346-4055
UUWO
President’s Message
Shawn Haggerty
Thank you to our Members for your strength and dedication I want to start this message to you, our Members, by extending a huge thank you to each and every one of you. To all of you who went and continue to go to work and do your jobs with care throughout the current COVID-19 crisis – thank you. To those who had to self-isolate or quarantine for themselves or to look after loved ones – thank you. To everyone who stays home when they can and practices physical distancing to help protect the most vulnerable among us – thank you. I know that our Members in every industry are strong, resilient, and dedicated. And I know that many of you are scared and exhausted, too. This situation is putting unprecedented stress on you and your families. Your Union has always known the value of your labour. I hope that these last few weeks has shown the true value of your labour to your employers as well. We continue to fight for our health care workers who are doing life-saving work each and every day, often under-staffed and always overworked. We continue to fight for our retail grocery and pharmacy workers who face huge line ups, empty shelves, and impatient customers while trying to navigate their jobs safely. We continue to fight for our food supply chain workers at all levels – from the factory floor to warehouses and shipping – who keep food products moving across our country. We continue to fight for sanitation
workers who have the heavy task of making sure many businesses, hospitals, and factories are clean. Your Union continues to fight to make all employers recognize your essential work and that they must do everything to provide you with a safe work environment. Some employers have stepped up in this crisis to provide premiums for working through this crisis, and some have even provided top ups to Employment Insurance (EI), paid time off for quarantines or required self-isolation, and more. We were also encouraged to see so many improve health and safety protocols to protect your health and safety on the job. Some employers with layoffs and closures have ensured continuation of benefits by paying those premiums for their out-ofwork employees. One of the things this crisis has confirmed is; yes, employers, the government, and the public to some degree have long-undervalued many kinds of jobs. The crisis also highlights that workers wouldn’t have to be as scared or beg their employers for paid sick leave, better wages, child care provisions, and stricter health and safety precautions, if the current government actually wanted to protect working people.
and replace them with three UNPAID days. • Throw out the 10 Personal Emergency Leave days per year. It’s disheartening that it takes a crisis of this magnitude for our government to provide working people with even the most basic of human rights. Do we really need to reach this level of emergency to recognize that workers in health care, in the food supply chain, in sanitation, in transportation, in maintenance, in public works and public services, and many more industries are indispensable and integral to keeping Canadians healthy, safe, and fed? While I do commend the government for stepping up in this time of great need, we cannot forget that some of the first actions Doug Ford took when he was sworn into office were anti-worker. This is why we lobby, constantly, to all levels of government to do better for working people. We will continue to push the government to maintain and improve pay and protection for all workers throughout this crisis and after. The truth is you were always essential: it took this crisis for the public, your employers, and our government to recognize it.
But, among some of the first things Doug Ford did was:
Stay strong and safe. Your Union is here for you.
• Halt minimum wage increases at $14 per hour. • Cancel the already inadequate TWO paid sick days per year
In Solidarity, Shawn Haggerty president@ufcw175.com Spring 2020
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Secretary-Treasurer’s Message
Kelly Tosato
The fight to protect working people This is a strange time. The COVID-19 pandemic has proved to be a real test of who we are and what working people truly mean to the prosperity and well-being of this nation. It’s clear that it will be working people – our Union Members – who will get all of us through this. Unions have always fought to protect workers; to advance their economic status and quality of life; to ensure their human rights are respected; to bring equity to every industry across the nation. Unions emerged more than century ago out of a desperate need to make work bearable; to raise the quality of life for families toiling long days in often harsh conditions for very little pay. Workers were at the complete mercy of their employers. March 25, 2020, marked 109 years since the Triangle Shirtwaist factory fire in New York City. That preventable disaster took 146 lives and forever changed many more. Locked doors, doors that opened the wrong way, tables, and more, prevented the victims – mostly women – from getting out of the factory in time. They were trapped. That tragedy sent a surge of grief, anger, and resiliency through the working people in that city and beyond. It led to changes like putting sprinklers in high-rises, and ensuring that exit doors swung outwards. Many health and safety practices that seem 'every day' suddenly, are more important than ever – like safe food handling procedures and ensuring there are enough masks,
gloves, and protective equipment for our health care workers. We all take many of today’s health and safety measures for granted. Whether it’s adhering to the fire code, painting caution lines in warehouses, stacking shelves and pallets properly, and much more. Most of today's health and safety laws are a result of working people and their Unions standing up and demanding better. Working people and the labour movement have always fought to bring about change: • The Printers’ Strike in 1872 to win a nine-hour work day; • The Winnipeg General Strike in 1919 to win fair wages; • A workplace tragedy in the 1960s that brought about the Industrial Safety Act followed later by the Canada Labour Safety Code, and; • The addition of paid maternity leave in 1971, allowing more women to be in the workforce. I know that there will be changes as we emerge from this crisis in the coming months: changes to our laws and worker protections; changes to health and safety protocols to ensure we have enough equipment on hand at all times. Your Union will fight to have these types of changes find a permanent place in our laws. It shouldn’t take such unprecedented circumstances for employers and governments to recognize the value of their workers. Your work is – and always has been – something to be proud of. I encourage you, as we
start to see the light at the end of this tunnel, to remain vigilant and committed to advancing worker safety across all industries. Your Union will continue to support and work for you. We will continue to handle grievances, conduct negotiations, and be there to hear your concerns and answer your questions. We will continue to do the work of protecting our members in every way possible. Please don’t forget about those most vulnerable in your community. If you can assist others, safely, by getting their groceries or much-needed medicine, please do what you can. Please continue to support local businesses, charities, and service providers when you can, safely. If you need extra support, the Members’ Assistance Program offers confidential referral services to the Members of our Local Union. They can put you in touch with services in your community to help you with finances, well-being, and more. Call them at 1-877-801-7762. Full details on page 25 of this issue of Checkout. Thank you all for your dedication to families and communities across this nation who rely on you for care, food, and much more. I am confident we will make it through this with lessons learned and, hopefully, our eyes wide open to the things that must change in our province and across the country. In Solidarity, Kelly Tosato treasurer@ufcw175.com
Union News Happy Retirement! In February, Colby Flank retired from the Local Union after 41 years with the labour movement. Colby began her career as a cashier at Safeway in 1979. In 1982, about a year after she moved to the grocery department at the store, Colby began experiencing some problems at work: management was calling in an employee to work who was junior to Colby, who happened to be male. Colby took this issue to the Union office and met with her Union Rep from Local 409. Her Union Rep encouraged Colby to file a grievance and asked whether she wanted to become a Union Steward at the store. “That’s where things really began for me,” said Colby. “I was on the health and safety committee at the store, became a Workers’ Health & Safety Centre instructor, and got involved on the Thunder Bay & District Labour Council too.” In the early 1990s, Colby became interested in politics and worked on multiple NDP campaigns. Colby got more active in the Local Union in 1996 when she became an Executive Board Vice President. In 1998, Colby attended the Labour College of Canada and joined the Local as a Union Representative for Thunder Bay in October of that year. During the Safeway strike from 2001 to 2003, Colby says she got to experience just how special our Union was and how much support the Safeway picketers had throughout that long, difficult strike. “I was so proud to be a part of this great organization,” Colby said. “And that feeling has never gone away.” “One of the best parts for me about working for the Local in the Northwest is the members,” said Colby. “I’ve developed so many great friendships over the years, and I really enjoyed helping members who needed assistance with their fight.” In retirement, Colby plans to do a lot of travelling on roads she has yet to venture down. This summer she’s looking forward to a wine tour of the Okanagan Valley in British Columbia. “Colby has been a dedicated representative of workers for many years,” said President Haggerty. “I know she will be missed by the members of the Union, and particularly those she developed such great working relationships with in the North. I wish her all the best in her retirement.”
Fernando Reis has retired after more than 26 years with the Local. Early on, Fernando worked providing social services for immigrants in Toronto. He was active in the Portuguese community in the city and his CUPE Local as well. His community involvement and activism served him well in his career. In August 1993, the Alliance of Building Service Workers (ABSW), a division of UFCW Local 175, hired Fernando to work on gaining Union representation for building cleaning workers. Over two years, more than 600 cleaners became members of ABSW. Fernando handled organizing, certification, grievances, and servicing for those workers. He also negotiated their first collective agreements, some of which were the first in the sector to provide pension and extended health benefits. In 1995, UFCW Local 175 hired Fernando as a Union Rep for members at Maple Lodge Farms, Quality Meat Packers, and the community health sector. In fact, Fernando made some of the first organizing inroads into that sector, and today Local 175 represents more Community Health Care workers than any other Union. Fernando began representing members at arbitration, including Hospital Labour Disputes Arbitration Act (HLDAA) cases. In 2009, Fernando became Coordinator of the Legal Department and in 2014 he was promoted to Director. In 2015, Fernando received his Masters of Law (LLM) at Osgoode Hall Law School specializing in Employment Law and Labour Relations. He completed an Advanced Certificate in Dispute Resolution from York University in 2018 and became a recognized Qualified Mediator. “Training members to become labour advocates was the thing I enjoyed most about my job,” said Fernando. “I’ve been lucky enough to even see some of them go on to careers as UFCW Representatives. I believe that I’ve made a difference in the lives of many workers.” In retirement, Fernando plans to offer labour relations consulting and mediation services, and spend time on household projects. Eventually, he plans to divide time between Canada and the more temperate climate of his native Portugal. "Fernando has been a committed community activist who has served the members of this Union and working people well over his career," said President Haggerty. "I congratulate Fernando on a well-earned retirement."
Welcome New Staff Welcome to Silvia Neagu who recently joined the Local Union as Legal Counsel. Silvia attended Law School at McGill where she received a joint degree in common and civil law. During her time at McGill, Silvia worked on social justice and human rights projects, including at Project Genesis, a legal clinic that assists low income people with housing and income issues. She spent a summer in Malawi on a human rights internship focused on women’s rights. In addition, Silvia interned at the Canadian HIV/ AIDS Legal Network in Toronto and the International Criminal Tribunal for the Former Yugoslavia. Silvia articled in family and criminal law with Legal Aid Ontario (LAO) in Oshawa. She took part in a student group that organized a successful campaign to unionize the articling students at the LAO. Following that, Sylvia worked in family law before transitioning to criminal law. For the past two years, Silvia represented accused persons in criminal court as Duty Counsel in downtown Toronto. She helped people get bail, negotiate with the Crown, and achieve favourable outcomes.
Region 1 welcomes Alex Stubbs, who joined the Union as a Union Representative in February.
een party for members.
Alex began volunteering for the Union through various community events in the north. This included walk-a-thons and golf tournaments to raise money for the Leukemia & Lymphoma Society of Canada (LLSC) as well as events like an annual Hallow-
For two years, from 2008 to 2010, Alex was a member of the Union while working at Metro as a Courtesy Clerk. He went on to Algonquin College where he earned a diploma in small and medium business management. Afterward, he returned to Thunder Bay and continued his education at Lakehead University with several courses in business administration as well.
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Recently, Silvia also assisted in the Local Union’s campaign against the Ford government’s cuts by organizing actions at her local courthouse. During the federal election in the fall, Silvia volunteered her time and canvassed for NDP candidate Mae Nam in Beach – East York. Prior to law school, Silvia attended Glendon College, which is York University’s bilingual campus, and completed a teaching degree as well. Silvia enjoys anything caffeinated and curling up with a good book, too. “I want to welcome Silvia to our legal department,” said President Haggerty. “She has a clear passion for representing the interests of working people and a history of dedicated activism that makes her an excellent addition to our staff.”
Alex also worked at the Marriott Town Place Suites in Thunder Bay and was one of the employees involved in getting that workplace organized. He stayed on for two years as Steward at the hotel and also served as a member of the Joint Health & Safety Committee (JHSC). Alex worked for GardaWorld as an airport security screener in Thunder Bay for four years as well where he also served his co-workers as a UFCW Local 175 Steward. “I’m really looking forward to building a great working relationship with our members and being an advocate of their rights,” said Alex. "Congratulations and welcome to Alex," said President Haggerty. "Alex's work experience, combined with his time spent in Northern Ontario will serve our members in Region 1 very well."
New Executive Board Sworn In At First Meeting of 2020 On February 12, 2020, the first meeting of the newly elected Locals 175 & 633 Executive Board took place in Mississauga. In addition to the regular agenda, the Executive Board took their Pledge of Office led by UFCW Local 333 SecretaryTreasurer Jeff Ketelaars. "Congratulations and welcome to our new and returning executive board vice presidents," said President Shawn Haggerty. "I look forward to working with these dedicated individuals to continue building a stronger Union in the years ahead." Local 175 Shawn Haggerty – President Kelly Tosato – Secretary-Treasurer Karen Vaughan – Recorder Jim McLean – Vice President 1 Vice Presidents Rick Alagierski, Glen Avila, Lucy Bedore, Chris Bernardi, Maggie Brayson, Lorne Bruce, Paul Capranos, Michael Collins, Al Couture, Kelly Dick, Michelle Dow, Ozren Elezovic, Ross Fraser, Lynne Grant, Rob Hamilton, Dawn Hanlon, Shirley Hepditch, Jennifer Hoskins, Kimberly Hunter, Scott Jackson, Kelly Kobitz, Carolyn Levesque, Murray Macrae, Jose Marteniano, Julia Mcaninch, Sharon McMahon, Cheryl Miner, Jim Montgomery, Tony Morello, Jean Patenaude, Jamesantony Pathmarajah, Toni Pettitt, Alan Reston, Louis Rocha, Terry Rombough, Joy Searles, Linda Souliere, Leighton Stephenson, Rick Szyja, Navidad Talbot, Jonathan Van Egmond, Lori Wallis, Byron Williams, & Michael Windley. Local 633 Marylou Mallet – President Brian Kozlowski – Secretary-Treasurer Julie Hinsperger – Recorder Vice Presidents Dennis Gagnon, Dale Stuart, & Rita-Lynn Swiderski.
Negotiation Updates Over 11,000 members at 63 Zehrs and Loblaws GFS and Real Canadian Superstores ratify substantial improvements in new agreement
Background The Union had filed grievances with the employer to protect members' rights with regard to how changes in Bill 148, introduced in 2017, affected the agreement in terms of minimum wage and Paid Emergency Leave days. As a result, rates of pay increased for part-time end-rated employees at RCSS and GFS stores. At the same time, UFCW Local 1006A pursued similar grievances to the arbitration stage. As the parties moved slowly through arbitration, and with some direction from the arbitrator, UFCW 1006A agreed to begin talks with the employer to amend their agreement. Ultimately, Loblaws and Local 1006A reached an agreement which their members ratified in November 2019. The employer then approached our Local Union to discuss amend8
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ments to the existing agreement, which was set to expire on July 1, 2021. The Union made the decision, which your Loblaw Union Executive Board endorsed, to go ahead with similar discussions to achieve good improvements for the membership. A posting went to all affected stores in November notifying members of these talks. The Union met with the employer over a number of days in the last several months and came to a recommended settlement. The Loblaw Union Executive Board reviewed and endorsed the agreement. Because of these early talks, the Union was able to secure millions of dollars in improvements that go beyond what was provided for in the existing agreement. In addition, the Union achieved further improvements for members that will roll out over the three-year extension. The new agreement now expires on July 1, 2024.
With more than $15 million in improvements over and above the existing agreement, the deal for GFS and RCSS members achieved good wage increases, job assurance for all full-time workers, and a significantly shorter time frame for current and future part-time employees to reach top rate. Part-Time Improvements RCSS/GFS part-time employees hired prior to June 12, 1994 will receive raises totalling $2.10/hour over the term of the agreement. • An increase of 65 cents/hour as of ratification paid retroactively for all hours worked since November 3, 2019; • 22 cents/hour paid retroactively for hours worked from January 1, 2018 and November 2, 2019; • An increase of 30 cents/hour as of June 28, 2020; then increases of 35 cents in 2021; 40 cents in 2022; and, 40 cents in 2023. RCSS/GFS part-time employees hired prior to July 9, 2015 who are at the end rate will receive raises totalling $1.85/hour over the term of the agreement. • An increase of 40 cents/hour as of ratification paid retroactively for all hours worked since November 3, 2019; • 22 cents/hour paid retroactively for hours worked from January 1, 2018 and November 2, 2019; • An increase of 30 cents/hour as of June 28, 2020; then increases of 35 cents in 2021; 40 cents in 2022; and, 40 cents in 2023. RCSS/GFS part-time employees hired after July 9, 2015 will move to a significantly improved new wage grid. To reach top rate now, employees require only 4501 hours instead of the 6501 hours needed before, meaning it will take a lot less time
for part-time employees to reach end rate. • Employees currently between 4501 and 6500 hours will move to the top of the wage grid and see immediate increases of between $1.25 and $1.75/hour. Plus, that increase will be paid retroactively for hours worked since November 3, 2019. • Employees with less than 4501 hours will be mapped onto the new grid where all rates stay ahead of minimum wage. Initial increases will be between 5 and 90 cents/hour. Those increases will apply retroactively for hours worked since November 3, 2019. • This group of employees benefit from reduced time needed to qualify for top rate going forward as well as the larger amounts of money available at each level. Once reached, these employees will see an hourly rate of minimum wage plus $2.25. GFS part-time employees who Maintain Economics will receive a total wage increase over the term of the agreement of $1.45 per hour. • An increase of 30 cents as of June 28, 2020; • 22 cents/hour paid retroactively for hours worked between January 1, 2018 and November 2, 2019; • Subsequent increases over the remaining term of the agreement will be 35 cents in 2021; 40 cents in 2022; and, 40 cents in 2023.
Part-time employees hired prior to July 9, 2015 who are at or above top rate will benefit from an additional protection: Should the Ontario government increase minimum wage in excess of negotiated wage increases, the employer will add the difference to the employees’ rate. Part-time employees may now opt to receive cross-training within their store. This is strictly voluntary and those who participate will receive cross-training in accordance with seniority. This provision gives employees the opportunity to gain hours and build skills in other departments for future full-time job postings. In addition, part-timers may also achieve more hours going forward through the Shift Marketplace App, scheduled to roll out in late 2020/ early 2021. Through this app, employees will see if the employer has more hours than employees available to fill shifts across stores in their area. Employees with the skill and ability can pick up those shifts on a first-come first-serve basis. The employer will also work toward enabling their systems and procedures to allow part-time employees to gain additional hours by being hired at two corporate stores. This will allow those workers to access more work and proceed through the progression grid faster as well. ... continued on following page Spring 2020
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Zehrs and Loblaws GFS and RCSS continued... Full-time Improvements The full-time wage grid contains significant improvements overall. For example: The 12-month Clerk rate went from $15/hour to $19/hour. That’s equal to $160 more per week for full-time clerks who have reached the 12-month rate. • All full-time employees will get a lump sum signing bonus of $1,000 as of ratification. • Unionized Department Managers receive the following: » 65 cents/hour on June 28, 2020; » Further increases totalling $1.45/hour over the remaining agreement term.
• Full-time employees receive a total of $1.60/hour over the life of the agreement. This is the largest rate increase over the shortest amount of time in the last 15 years for these members: » 40 cents/hour on June 28, 2020. » Further increases totalling $1.20/hour over the remaining term of the agreement. The Union secured personal job assurance for all full-time employees on the payroll as of ratification. This protects another 339 full-time employees in addition to the 1491 protected by previous agreements. In total, this agreement extends job protection to a total of 1830 full-
time employees. Full-time employees as of the date of ratification may now opt to be scheduled in more than one department on a voluntary basis. These shifts will be identified and offered by the employer to the members who opt-in. This provision gives employees the opportunity to expand their skill set and successfully qualify for various job postings in the future.
Best Service Pros members achieve three-year deal On January 28, 2020, the 15 Union members working at Best Service Pros in Lindsay secured a threeyear agreement. The Union Negotiating Committee secured wage increases of 40 cents per hour in each year of the agreement term. In addition, premiums for a number of shifts will improve. This includes $1 per hour for Lead Hand, 50 cents per hour for Night Shift, 50 cents per hour for Project Worker, and 50 cents per hour as well for Seasonal Employees. 10
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Other monetary improvements include that required doctor’s notes will be paid for by the employer. The premiums for the employee’s health benefits will now be 70% employer-paid, up from 60%. Lastly, the Safety Shoe allowance improves to $125, up from $100. Members also benefit from the addition of an extra float day during the year. Improved bereavement language provides members with another day’s paid leave. Other language improvements address temporary vacancy postings, employer-provided uniforms in cold
weather, and vacation pay out. Union Negotiating Committee: James Mulhern, Ken Whiteford, and Union Rep Casey Magee.
Caressant Care members in Harriston ratify first agreement as Members of the Local Union
Copper River Inn members ratify
The 106 unionized employees at Caressant Care in Harriston have ratified their first agreement as members of UFCW Local 175.
an additional $125 added to their end rate. Employees also benefit from increases to the weekend shift premium.
Members at the Copper River Inn and Conference Centre in Fort Frances achieved a new four-year collective agreement recently.
The employees sought out and joined our Local Union last June. In this three-year contract, they achieved a number of improvements to their working conditions.
The Union Negotiating Committee was able to maintain the current matching pension contributions of 4% employer and 4% employee.
This round of bargaining required the assistance of a Conciliation Officer to come to an agreement on a number of issues. Members at the Copper Inn ratified the resulting agreement on December 16, 2019.
Wages improve by 1.5% in each year of the agreement term. The first increase will be paid retroactively for all hours worked since April 30, 2019. In addition, employees in some classifications will receive adjustments effective the date of ratification on top of the rate increases. Personal Support Workers (PSWs), Health Care Aides (HCAs) and Nurses Aides (NAs) will get a rate increase of 25 cents per hour. Registered Practical Nurses (RPNs) receive an increase of 50 cents per hour. Employees classified as Dietary, Housekeeping, Activities, and Ward Clerk will receive an adjustment of 15 cents per hour, plus another 10 cents per hour in the second year of the contract term. Lastly, employees in the RPN Registration classification will see
Vision care improves to provide $325 in coverage as of the date of ratification. This amount increases to $350 in the second year of the agreement term. Language improvements address scheduling flexibility, overtime on an employee’s weekend off, bereavement entitlement, and maternity leave top-up. The members now benefit from a new Service Recognition Award. Employees who complete 800015,999 hours receive a lump sum payment of $250. Those who have worked 16,000+ hours get a $500 lump sum. The membership at Caressant Care in Harriston ratified their new agreement on January 9, 2020. Union Negotiating Committee: Janice Beyersbergen, Linda Brubacher, Carol Troughton, and Union Rep Lee Johnson-Koehn.
The wage grid improves to provide Housekeeping employees with Base Wage (BW) plus 50 cents per hour after 2,000 hours of work. That rate improves to BW plus $1 per hour after 4,000 hours of work. Front Desk Clerks receive BW plus 25 cents per hour after 2,000 hours, and BW plus 50 cents per hour after 4,000 hours. Both Line Cooks and Lead Chefs will receive BW plus $1 after 2,000 hours, and BW plus $1.25 per hour after 4,000 of work. After one year of employment, members will have the option to take part in the company’s health benefit plan. Union Negotiating Committee: Charleen Mallory, Union Rep Tracy Stubbs, and Executive Assistant to the President, Sylvia Groom.
You can find more negotiations online at myunion.ca
Spring 2020
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First Student Sault Ste. Marie members ratify new agreement The Union Negotiating Committee achieved a number of good improvements for the members at First Student Sault Ste. Marie. New language negotiated will allow more drivers at First Student the option to work charter runs. Other language improvements provide significant increases to charter run rates, plug-in allowances, and meal allowances, as well as a new off-site fueling premium. Drivers on all runs longer than 90 minutes will receive a wage increase of 7.25% this year: The initial increase of 4.25% is effective as of ratification, and the second increase of 3% will take place in September. Plus, these drivers will also see another increase of 3% in September 2021. With the majority of runs taking longer than 90 minutes, these increases will apply to most drivers in the bargaining unit. Runs under 90 minutes will bring an increase of 1.5% as of ratification and another 1.5% in September 2020. Another 1.5% increase will be applied in September 2021.
The rate for Driver Instructors improves to $17 per hour, up from $15.07, as of ratification. That rate increases to $17.25 in September 2020, and to $17.50 as of September 2021. Wages for employees classified as Bus Washer/Non-Driving will go up to $15 per hour, up from $14, as of ratification. Those employees will see an additional 25 cents per hour applied in September 2020, and another 25 cents per hour in September 2021. Other monetary improvements provide a $175 signing bonus for all regular drivers. The employer will now pay for Bus Drivers’ Medical Examinations up to $130, instead of the previous $100. New language will see the employer also pay for eye exams pertaining to Bus Drivers’ licenses to a maximum of $60. Members ratified the agreement at a meeting on January 21, 2020. Union Negotiating Committee: Susan Lowen, Ed Marlow, Terry Smith, and Union Rep Jim Hames.
Pizza Pizza call centre operators achieve 3-year agreement Unionized employees working as Pizza Pizza call centre operators in Toronto ratified a new three-year agreement recently. Wages will increase across-theboard by 35 cents per hour in each year of the agreement. The first increase will apply retroactively for hours worked since February 14, 2019. New language added to the Pizza Pizza agreement ensures that end rates will stay ahead of any announced minimum wage increases. Members benefit from improved enhanced severance language as well, including the removal of any maximums. Language improves to provide a new paid vacation entitlement of four weeks after eight years of continuous service. In addition, the agreement is now gender neutral throughout. Lastly, the employer will now pay negotiating committee wages, plus the costs for negotiating rooms and the printing of Collective Agreements for the members. Members at Pizza Pizza ratified the new agreement on February 10, 2020. Union Negotiator: Union Rep John Di Falco.
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Members at Imperial Parking Ottawa secure three-year agreement On February 8, 2020, employees at Imperial Parking in Ottawa ratified a new three-year agreement. The Union Negotiating Committee achieved a number of improvements to language in the agreement which will benefit the members. In terms of bumping language, the two most senior employees may now bump into any work location of their choice. This may be a higher-paid job classification if no jobs are available in their own classification. The committee also negotiated to have the number of days absent required to incur a loss of seniority increased to three, instead of two. Other language improvements mean that employees will be entitled to any new statutory holidays announced by the government. Bereavement language improves as well to provide four days’ paid leave, up from three, for the death of an immediate family member. Vacation provisions now permit workers to use up to one week as individual days and they can begin one week’s vacation mid-week. The employer will pay up to three days per year toward Steward
training. Leaves of Absence language now reflects those included in the Employment Standards Act (ESA). In addition, language regarding Greater Right of Benefit is now included in the agreement language. Wages will improve by a total of 95 cents per hour over the agreement term. In lieu of retroactive pay, fulltime employees will receive a lump sum of $250, and part-time employees will receive $100. Employees benefit from an improved progression scale of three years instead of the previous seven years required to reach end rates. Shift premiums improve to $1 per hour, up from 85 cents, for Training, and $1 as well for Overnight Shift, from the previous 80 cents. Other increases provide an improved boot allowance of $100, up from $80, per year for full-time. A boot allowance of $100 per twoyear period now applies to parttime employees too. Previously,
part-timers did not receive this allowance. The meal allowance for employees on 12-hour shifts increases to $12.50 per meal, up from $10. In year two of the agreement term, the employer will pay $6 more per month on behalf of each employee toward health benefit premiums. This amount increases to $7 per employee in year three. Members ratified the new agreement at Imperial Parking Ottawa on February 8, 2020. The agreement covers approximately 45 full-time and 66 part-time employees. Union Negotiating Committee: Roble Abdihakim, Bjama Wais Abdo, Ali Mohamed Ali, and Union Reps Jacques Niquet and Joe Tenn.
Parkway Parking members ratify On December 14, 2019, members from Parkway Parking in Toronto ratified a new collective agreement. The four-year deal will see increases of $.60 in each year for a total increase of $2.40 over the term of the agreement. Minimum wage gap language was negotiated to ensure that if there is an increase to the provincial minimum wage, beyond the start rate, all wages and classifications get the same increase. Increases to part-time contribution rates were also negotiated to keep benefit levels current, as well as an increase to the training and education fund amounts for $100.
Union negotiating committee: Meena Hashmi, Misbah Khan and Union Representative John Di Falco.
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Meta Centre members achieve 3-year agreement
Members at Delrose Retirement ratify new three-year deal In December, the members at Delrose Retirement Residence in Delhi achieved a new three-year collective agreement. The negotiated deal includes significant wage improvements, which was important to the membership at Delrose Retirement in this round of bargaining, and will assist with attraction and retention of employees.
Recently, employees at Meta Centre achieved a new collective agreement.
employee and employer agree mutually on a different schedule.
This agreement covers workers affected by the recently enacted Bill 124. This Bill is known as the Protecting a Sustainable Public Sector for Future Generations Act, 2019, and it limits the rights of these workers to negotiate freely for wage increases.
Union Stewards will now have up to 15 minutes of paid time to introduce themselves to new employees and familiarize them with their collective agreement. New language applies to part-time scheduling, with specific language for overnight shift employees and respite staff.
As such, they are limited to a maximum of 1% per year over the next three years. The agreement does include a Letter of Understanding, however, that should this legislation be repealed, the parties will meet again to renegotiate the monetary terms of the deal.
Language improvements address job postings, probationary periods, and procedures for discipline and grievances. Improvements now require the employer to wait 30 minutes, instead of 15 minutes, for an employee to respond to a shift availability that’s more than 24 hours away from commencing, before moving on to the next employee on the list.
The committee achieved a number of improvements to language and other provisions in the agreement. Employees required to use their own vehicle for work purposes will now receive 45 cents kilometre, up from 40 cents. A newly negotiated full-time position, classified as Team Leader, will be scheduled five consecutive days per week with Saturdays and Sundays off, unless the
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Members ratified the agreement by 97% on December 20, 2019. Union Negotiating Committee: Kasiobi Nwankudu, Gladys Igharo, Estelle Phillips, Gbubemi Edema-Sillo, Whitney Tawney, Webster Mwenye, and Union Rep Ali Farman.
The ratified agreement provides an initial increase of $5 per hour for Registered Practical Nurses (RPNs). Guest Attendants, now referred to as PSWs, will see an increase of $3 per hour. Employees in all other classifications get a rate increase of 6% following ratification. In addition, all job classifications will see an increase of 2% in year two, and another 2% in year three. Bereavement leave improves to provide five days’ leave, up from three, for the death of a parent and step-parent. Lastly, the committee at Delrose Retirement achieved a new trial for vacation selection. This method will improve the vacation request process through the use of seniority. Union Negotiating Committee: Lacey Rohrer, Julie Waugh, and Union Representative Matt Davenport.
Welcome New Members The Riverine employees vote Union Yes
Housekeeping, and; Kitchen staff.
In December, Local 175 welcomed new Members to the Union from The Riverine, which is a retirement care home in Napanee. The health care employees reached out to the Union to gain some of the benefits enjoyed by Unionized employees, also represented by Local 175, at another facility owned by the same employer.
Employees had a number of concerns that brought them to the Union, including working conditions such as working short. Other issues the employees would like to address through negotiations are wages, benefits, favouritism, seniority, and job security.
Employees at The Riverine work as: RPNs, PSWs, Dietary Aides, Unregulated Care Providers, Maintenance,
Congratulations to the 41 newest members of UFCW Local 175, and welcome to Your Union.Â
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Our Members at
Golden Boy Foods UFCW Local 175 members employed at Golden Boy Foods take great pride in the peanut butter products they make. Throughout the plant in Markham, the 41 Unionized full-time employees work at almost every point of production – from measuring and preparing ingredients to packing and shipping. These essential workers continue to produce products that help feed our nation through the COVID-19 pandemic.
T
he warehouse side of the Golden Boy Foods plant is filled with huge sacks of raw peanuts, both organic and regular. Here, the peanuts wait to be roasted, blanched, and separated from their skins before heading to the production side where employees will turn them into peanut butter. On the production side, the peanuts are ground into a paste and mixed with any additional ingredients to be included, depending on the recipe of the final product, before being jarred and labelled. Employees at Golden Boy Foods produce a number of peanut butters for private labels, including organic and conventional lines. Of course, the whole factory smells of warm, roasted peanuts. Our Members are responsible for working with machinery, moving items with forklifts, shipping and receiving products, roasting and blanching peanuts, cleaning and checking equipment, and much more, all to achieve a consistent and quality product. The Unionized employees work as: • Milling Operators, • WSR Material Handlers and Forklift Operators, • Production Workers, • Roaster Operators, and; • Quality Assurance (QA) Technicians. Spring 2020
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Depending on the department and classification, job tasks may include: • Following formulas, • Measuring ingredients, • Following food safety regulations and procedures, • Maintaining sanitation, • Checking machinery, • Assuring quality levels; • Repairing equipment, plus; • Stacking and storage. "We've got a great group at Golden Boy Foods, and a diligent team of Stewards and Joint Health & Safety Committee members who help maintain a good working environment for everyone," said Union Rep Christina Mayberry. "I know they're very proud of the work they do and the products they make." If you’re out shopping and peanut butter is on your grocery list, know that many of the brands you might find on grocery store shelves are made proudly by Members of UFCW Local 175 at Golden Boy Foods. Golden Boy Foods Stewards & JHSC • Selvamathy Alvappillai • Gunanayaga Thurainayagam • Avedis Tomasian
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Return to Work: Three Part Series Part Three: Accommodation and the Stigma of Returning to Work There is no one-size-fits-all solution when dealing with Return to Work because we all heal at our own pace and we all work differently. The following are some, though not all, of the common practices applied to Return to Work plans. Flexible work schedules Flexible schedules can include graduated hours: the worker may complete four hours at the pre-injury job plus four hours at the modified job; or rotate pre-injury tasks with modified tasks until they can complete a full shift of their pre-injury job. Flexible work might also be simply working fewer hours while receiving the monetary difference through WSIB Partial Loss of Earning (LOE) benefits. In this case, the worker may escalate their hours gradually until they’re back at their full shift. Modified job duties Workers may be restricted on how much they can lift (i.e. less than five kilograms), or whether or not they can lift overhead. They may require tools or equipment to complete work tasks. In addition, they may need line speeds or quotas adjusted as well. Modified work stations Depending on the work, a modified workstation may mean ergonomic changes such as making a sit-stand desk available, improving chairs or other seating for micro-breaks, or installing lifts or hoists, and more. Assistive devices and alternate communication forums Employers may need to provide headsets, speech recognition and/or Accessibility for Ontarians with Disability Act (AODA) compliant software. The AODA requires employers and service providers to meet certain accessibility standards. Other adjustments may include the use of email, texts, and translators. Training for new work Training may include skills upgrades, such as forklift training, typing, or quality assurance.
Renovating or changing the physical building An employer may need to install ramps, hand rails, automatic door openers, wider doorways, or other items to accommodate an injured worker and improve accessibility. Modified policies and procedures Some policies, such as seniority and bumping rights, or job posting requirements, may interfere with accommodation of an injured worker. In these cases, policies may be modified to allow for the accommodation. Alternate work tasks Accommodation may require sedentary work instead of active line duty, or the worker may perform filing, shredding, or other office duties, working in a cafeteria, box room, or other department in the workplace. Offloading work to others This strategy can potentially cause harm to another worker or create poor employee morale, but it is sometimes necessary. If, for example, line workers usually rotate tasks every two hours, but one of the more demanding tasks is not within the accommodated workers' functional abilities, the injured worker must skip that task. This requires the remaining co-workers to rotate through that task more often on a daily basis. Bundling tasks to create a new job This restructuring takes tasks that fall within a workers' functional abilities and creates a new job. For example: instead of performing pre-injury tasks of a grocery clerk or cashier, an injured retail grocery worker will get bundled tasks such as customer service, flyer distribution, answering phones, code check, and shelf facing.
Another strategy employers sometimes put forth is referred to as 'seek assistance.' The Union does not support this strategy because it puts the already vulnerable injured worker in a situation where they have to ask for help every time they need assistance.
Stigma surrounding injury and accommodation is a real challenge for injured workers returning to work.
Asking for help from co-workers is not a viable plan: it means the employer has not truly considered the workers' limitations nor the needs of their co-workers. This can lead to conflict, bullying, and harassment. In some cases, people abandon an injured worker without helping them as passive punishment for what they perceive as laziness or incompetence rather than a bona fide limitation.
When an injury is obvious, people easily accept that person may have limitations.
Requiring injured workers to ask for help is one way that negative stigma begins. An appropriate Return to Work plan should fit the worker’s functional abilities in a safe, suitable, and productive manner. As such, plans must conform to safety and health regulations that protect all workers.
Fighting stigma is vital to ensuring the mental health of all working people faced with accommodation. Through empathy and understanding, we can support injured workers in their return to the workplace. Eliminating negative comments and gossip about co-workers is better for everyone's mental health. A Return to Work plan can accomplish this through education, training, communication, and shared experience. As always, if you have questions or concerns about a workplace injury/illness, or an accommodation issue, please contact your Union Rep or the Workers Comp Department at the Local Union.
workerscomp@ufcw175.com 1-800-267-1977
But with invisible injuries — pain, musculoskeletal injuries, mental health concerns, or learning disabilities — it is easier for people to see these workers as simply lazy, incompetent, or that they’re faking it. Employers, workers, and Unions should consider de-stigmatization and education in Return to Work plans. All barriers that may prevent injured workers from returning safe and well to work should be eliminated. Spring 2020
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Outstanding Member Achievement Awards
Congratulations to the winners of the 2019 Outstanding Member Achievement Awards. Last year's winners were selected for their ongoing and consistent dedication to making their workplaces and communities better every day. Commitment to Health & Safety Tammie is a Registered Nurse at the Community Service for Independence (CSI) North West at the Jasper location in Thunder Bay. There are a total of seven locations in the community and Tammie sits on the Health & Safety Committee with members from those other facilities. She is also a Certified Member and part of the Joint Health & Safety Committee (JHSC) at the Jasper location.
Tammie Forsythe CSINW 22
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Tammie became active in her workplace 12 years ago and has grown to enjoy being a Health & Safety leader. She recognizes the power of the committee and has been involved in drafting and establishing policies for the committee. She also took part in the Union’s Health & Safety weeklong program, the information from which she took back to her workplace feeling empowered.
Leadership & advancement of the UFCW Ann Marie Fisher is an active Member, Steward, and Health & Safety Worker Representative at CapsCanada. In fact, Ann Marie was one of the keys who worked hard to gain Union representation with UFCW Local 175 for the employees at the facility. The workers won their certification vote in January 2017. She took part on the negotiating committee for the workers’ first collective agreement, which the membership ratified in the fall of that year, too.
Ann-Marie Fisher
Ann Marie is a strong advocate for workers’ rights and she is dedicated to strengthening the relationship between the members and their Union.
CapsCanada Commitment to Leukemia Fundraising Ted Dawes is a long-time employee and Union member at Minute Maid in Peterborough. For a number of years, Ted took to the roof of Morello’s YIG over the May long weekend to raise money for the LLSC. Over the years, the Ted on the Roof event raised about $225,000! In 2009, he even walked from Ottawa to Toronto for the cause as well.
Ted Dawes
This coming May will mark the 20th anniversary of when Ted first stepped on the roof. And, even though he retired from climbing up on the roof a few years back, he’ll be back up on top of the store this year from Friday, May 15 through to Sunday, May 17, to celebrate.
Minute Maid Contributions to the Community Sue Lowen is someone who gives back to her community in many ways. She always supports her school’s fundraising efforts and takes part in activities like crazy hair day, funky hat day or pajama day. In 2015, Sue received the Bus Driver of the year award from the Algoma District Elementary Teachers Federation.
Susan Lowen First Student
From the ‘Stuff a Bus’ event to support the local soup kitchen, to raising money for the Kidney Foundation Drive, Edmonton Emergency Relief Services Society, or to support people affected by the Fort McMurray wildfires, Sue spearheads and assists with many fundraising campaigns for different causes. She even received a Random ACT of Kindness recognition for all her work helping others. Spring 2020
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M E M B E R S A S S I S TA N C E P R O G R A M CONFIDENTIAL REFERRAL SERVICES
YOUR UNION OFFERS A M E M B E R S A S S I S TA N C E P R O G R A M ( M A P ) THROUGH LABOUR COMMUNITY SERVICES. The MAP is available to help members through difficult times by connecting you with the appropriate professional assistance as close to your community, and as soon, as possible. Locals 175 & 633 members have access to this confidential service providing counselling referrals to professional services for issues such as substance abuse, spousal abuse, mental wellness, financial stress, grief, child care, affordable housing, and more.
CALL SHARON LABOUR COMMUNITY SERVICES 4 16 - 9 7 7 - 6 8 8 8 O R 1 - 8 7 7 - 8 0 1 - 7 7 6 2 F R E N C H L A N G U A G E S E R V I C E S A R E A L S O AVA I L A B L E
W W W.U F C W175.C O M/A S S I S TA N C E Spring 2020
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Community News Local 175 Member Jackie Baskett wins H&S Award Congratulations to Jackie Baskett, a Local 175 member working at Unilever Canada Inc. in Simcoe. On January 29, 2020, the Workers Health & Safety Centre, in conjunction with the Brantford & District Labour Council, recognized Jackie for her tireless efforts advocating for health and safety in her workplace where she also is the Co-chair of the Joint Health & Safety Committee. This award is presented as a plaque to an outstanding health and safety activist each year. This year, Jackie was selected for this well-deserved award. Pictured here with Jackie (second from left) is (l-r) Paul Sheppard, Chief Steward; Matt Davenport, Union Rep; and Tim Deelstra, Union Rep and 1st Vice President of the BDLC.
Member takes part in Ontario Health Coalition press conference On January 29, 2020, the Ontario Health Coalition (OHC) held a press conference in Ottawa for their report on the Personal Support Worker (PSW) crisis in Long-Term Care called "Caring in Crisis: Ontario’s Long-Term Care PSW Shortage." Local 175 was proud to have Steward and new Executive Board VP Ozren Elezovic, from Chartwell Lord Lansdowne Retirement Residence speak at the event. Ozren offered his views as a PSW in the private sector and noted his agreement with the conclusions and recommendations found in the OHC report. He also pointed out that there is a downward pressure in the industry; all of the same problems are even worse on the retirement side. Initial OHC recommendations to alleviate the PSW crisis in long-term care homes include: • Increased funding directed to improve PSW staffing levels, wages and working conditions; • A minimum care standard; • A provincial human resource recruitment and retention plan with concrete timelines and public reporting; • In-house Behavioural Supports Ontario (BSO) in all homes;
Pictured here are Ozren (right) with Nancy Parker from the OHC and Grace Welch from Family Council.
• Tuition reductions and grants for PSW college programs; • Mandatory reporting of staffing shortages; • Publicity campaign with positive image of personal support work, and; • Restored capacity in our public hospitals to avoid offloading patients whose care needs are too complex for long-term care.
Read more about the Ontario Health Coalition's campaigns to protect and enhance our public health care system at www.ontariohealthcoalition.ca.
March 8 — International Women's Day Local Union Staff, Executive Board, and members attended several International Women's Day events in early March. The annual dinners, breakfasts, and other events, often hosted by local labour councils, include guest speakers, charitable fundraising, and an opportunity to reflect on the progress – and setbacks – faced by the equality movement. Donations of menstrual products were collected at some of the events, to be donated to local charities and shelters.
Did you know? Recently, to help end "Period Poverty," Scotland advanced legislation to make tampons and pads free. While those products have been free in Scotland for students in high schools, colleges and universities since 2018, this new legislation would see that country become the first to make the products free to females of all ages.
The People Vs. Conservative Cuts Rally On February 22, 2020, members and staff joined an Ontario Federation of Labour (OFL) Rally in Niagara Falls. We protested alongside other labour and community activists to tell the Progressive Conservatives (PCs) that their reckless policies and massive cuts to education and health care are hurting the people of Ontario. The rally coincided with the PCs' policy convention in the city. Ontario's Unions and social justice activists demand that our government build a province that's for all Ontarians — not just corporations and the wealthy.
Find the Our Members at Work feature on Golden Boy Foods on page 12!
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